Experience

Elevator

• United Kingdom
• Professional Training and Coaching
• 1 - 100 Employee

• Head of People & Culture

  • Apr 2022 - Present



BURGER KING UK

• United Kingdom
• Restaurants
• 200 - 300 Employee

• People Business Partner

  • Aug 2019 - Apr 2022

  Performance Management and Succession Planning - Leverage improvement in capability through analysis or performance ratings and interventions - Creating a positive working culture and developing internal career and future talents across the business and drive a high-performance culture - Develop and hold regional succession plans and facilitate local calibration - Work with internal resourcing teams to assist with the implementation of the talent agenda and the support of people development initiatives and resourcing activities - Managing capability, suggesting solutions, based on key trends and research that will drive performance and efficiency - Apply reward policies to ensure transparency and improve understanding of total reward and benefits package Employee Relations - Supporting the Operations team in providing expert HR knowledge and lead all the People elements required to successfully manage change programs including, OD, Mergers and Acquisitions, restructuring, redundancies and TUPE - Lead and ensure execution of legally compliant, fit for purpose people services and advice whilst working closely with line managers to develop their capability to deal effectively with employee relations issues and manage ER cases within business area; - Maintain people related activity records, identifying trends of underperformance or high levels of employee relations and develop an action plan People Projects - Designed and implemented the Kickstart scheme and enrolled across the UK - Project lead on organisation restructure, consulting where required, managing the end-to-end process - Project lead on Right to Work compliance to 100% and managing the weekly audits, holding stakeholders accountable where required - Project lead on quarterly bonus payments, managing timelines and communications whilst liaising with directors



TSS (Total Security Services) Ltd

• United Kingdom
• Security and Investigations
• 700 & Above Employee

• HR Business Partner

  • Apr 2018 - Aug 2019

  Job DescriptionAs a HR Business Partner, I am an internal consultant providing an enabling business support role for Scotland, Belfast, Liverpool and Birmingham regions. Alongside the HR senior team, I work to reach medium to long term objectives whilst addressing all matters of employee relations within my regions. I was promoted from HR Officer to HR Business Partner 8 months into my employment. My current position has more involvement in Senior Management performance issues, in addition to having great involvement with TUPE process and project work.Key Tasks• To deal with Performance issues as raised by members of the Field Team, Senior Management or Client, for all members of the TSS staff. Performance issues will include, but no limited to; Investigations; disciplinary; appeals; grievance; welfare meetings; back to work meetings; performance reviews; SOSR processes; any other instances that may arise• Managing redundancy on group and individual cases. Additionally, providing guidance to relevant Managers in order consider alternative options • To provide support, guidance and advise to Managers in relation to all HR matters when required and ensure outcome work is progressed as necessary and within agreed timeframes• To reflect and enforce across the organisation “best practice” at all times, in line with ACAS guidelines and most recent employment legislation• To devise, deliver and assist in delivering training modules and induction training• To attend, as necessary Employment Tribunals to represent TSS• To ensure TUPE requirements are dealt with quickly and efficiently and by acting as the HR contact for both in and out transfers.

• HR Officer

  • Aug 2017 - Apr 2018

  Job DescriptionPurpose: provide a professional level of HR service within performance and generalist functions; providing comprehensive advice and support to TSSKey Tasks• To deal with Performance issues as raised by members of the Field Team, Senior Management or Client, for all members of the TSS staff. Performance issues will include, but no limited to; Investigations; disciplinary; appeals; grievance; welfare meetings; back to work meetings; performance reviews; SOSR processes; any other instances that may arise• To provide support, guidance and advise to Managers in relation to all HR matters when required and ensure outcome work is progressed as necessary and within agreed timeframes• To reflect and enforce across the organisation “best practice” at all times, in line with ACAS guidelines and most recent employment legislation• To devise, deliver and assist in delivering training modules and induction training• To attend, as necessary Employment Tribunals to represent TSS• To ensure TUPE requirements are dealt with quickly and efficiently



Hilton

• United States
• Hospitality
• 700 & Above Employee

• HR Manager

  • Mar 2017 - Jul 2017

  Objectives Supporting Head of Departments to deliver their business objectives and support the hotels in complying with HR SLA, policies, procedures and employment legislation. Supporting the operational managers and supervisors to be a great boss, maintaining their responsibilities in line with the SLA with the HRBP Shared Service Teams; Talent Acquisition, Talent Management, Administration and Employee Relations. Liaising with HR shared services to maintain SLA and maximise local HR output. Talent Acquisition Driving Youth Strategy agenda for both properties by co-ordinating work experience and helping attract new talent to the Hotels through effective management of the on-site recruitment process. Talent Management Coaching and developing department Managers to be self-sufficient in performance management. Liaising with L&D to have a robust training needs analysis and conducting talent reviews to capture Hotel succession plans and attraction plans Employee Relations Assisting on-site team with ER requirements Managing team member engagement survey processes and working with management teams to drive engagement. HR Management Liaise with the HRBP shared service functions to ensure the hotels and managers are meeting their requirements of the SLA’s. To ensure relevant activity in response to compliance & CoE report(s). To manage reporting against HR metrics and functional requirements To conduct regular 1:1 meetings with the management team to drive the people agenda and hotel/department balance scorecards. To assist in the delivery of the new HR initiatives, policy and procedure and to participate in projects the may arise



The QHotels Collection

• United Kingdom
• Hospitality
• 200 - 300 Employee

• HR Officer

  • Jun 2016 - Mar 2017

  Employee Relations Ensuring that all matters relating to employee relations are dealt with in accordance with company requirements, including formal disciplinary and grievance procedures. Proactively work on matters including absence management and business restructuring. To promote excellent consultation and communication within the premises. Acting as point of contact for all employees with personal concerns, ensuring that appropriate counselling and further sources for external advice are provided as required. Payroll To ensure that all salary payments made are accurate and on time, through liaison with payroll department. This includes monitoring of all holiday, lieu time, sickness and maternity entitlement, according to contracted/casual terms and conditions of employment, and monitory of trends. Providing advice and guidance to ensure that payroll costs and general HR resourcing are controlled within agreed budget and productivity norms. Recruitment and Resourcing Proactively planning and reviewing recruitment and resourcing activity to always match the needs of the business, and to maintain budgetary overall hotel wage cost at all times. Building and establishing links with local colleges, and schools Ensuring that all recruitment and selection that takes place follows the company procedure and current employment legislation requirements. Completing induction with all new joiners. Benefits, Reward and Recognition Promoting company recognition schemes and actively promoting all employee benefit entitlements. Training and Development Taking overall responsibility for ensuring that a positive training and development culture is evident within the hotel, and that all employees are fully aware of the training opportunities open to them. To actively identify training needs through performance reviews, communication with members of the team, guest comments, sales performance, new products and standards.



BNP Paribas

• France
• Banking
• 700 & Above Employee

• HR Administrator

  • Jun 2015 - Jun 2016

  Point of contact for all HR systems queries and management Administrating of all PeopleSoft employee data. One of two employees solely responsible for the management of this system Managing HR systems for all leavers, new joiners, maternity, paternity, probationary periods and change to pay & terms. This involves hosting various meetings, implementation of systems (see below) and drawing up and issuing letters when required Advanced experience in ReFOG, SPEAR and Taleo systems Drawing up contracts and liaising with new joiners prior to their start date and on-boarding them to the system via Taleo Responding to reference requests Ensuring up to date knowledge of employment legislation Monitoring of the HR inbox for general queries Processing overtime requests Monitoring background checks on new employees Hosting maternity leave meetings and managing their leave Creating reports via PeopleSoft to manage all leavers and joiners on a weekly basis Liaise with the payroll department to ensure the smooth and effective transition of employee data from HR to payroll Assisting with recruitment processes. This involves reviewing CVs, selecting and interviewing the suitable candidates.



Forum Energy Technologies

• United States
• Oil and Gas
• 700 & Above Employee

• HR Administrator/Reception

  • Jun 2014 - May 2015

  • Reporting and administering of all absence management via Excel and ensuring all absence forms are returned and liaise with both line management and HR Manager on any absence concerns. • Acting as HR focal point to employees in the AMC division in morning reception cover, reporting general HR ongoings to HR Manager. • Assist in recruitment process. - Arrangement of interviews, via agency or direct with candidate where requested by HR Manager. - Log CVs. - Issue relevant outcomes/correspondence. - Update notice boards with job ads. - Post job ads on Rig Zone. - Collate HR interview packs. • Maintain the HR administrative systems (filing), ensuring accuracy and compliance of data (manual and electronic). • Administer HR documentation including but not limited to new start documents, probationary paperwork, pension, healthcare, PPE, IT Starter/Leaver, employee change notices, payroll, personnel requisitions and change to personal information forms. • Assisting with disciplinary procedures



Trump International, Scotland

• United Kingdom
• Golf Courses and Country Clubs
• 1 - 100 Employee

• Supervisor

  • Oct 2013 - May 2014

  I was promoted towards a supervisory role as waitress. This involved training new members of staff, opening the restaurant for service and general waitressing duties. I was promoted towards a supervisory role as waitress. This involved training new members of staff, opening the restaurant for service and general waitressing duties.



Alexander Dennis

• United Kingdom
• Motor Vehicle Manufacturing
• 700 & Above Employee

• HR Intern

  • Jun 2013 - Aug 2013

  I achieved this internship at Alexander Dennis Ltd through The Saltire Foundation, as a Saltire Scholar 2013. My role as a HR Intern involves developing the graduate programme for the company that should hopefully go into effect by 2014. During this, I have secured several meetings internally and externally, as well as benchmarking several, reputable graduate programmes and identifying their USP's. I achieved this internship at Alexander Dennis Ltd through The Saltire Foundation, as a Saltire Scholar 2013. My role as a HR Intern involves developing the graduate programme for the company that should hopefully go into effect by 2014. During this, I have secured several meetings internally and externally, as well as benchmarking several, reputable graduate programmes and identifying their USP's.